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  • Menu
  • Gender mainstreaming
    • What is Gender mainstreaming
      • Policy cycle
    • Institutions and structures
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          • How can you make a difference?
        • Economic Benefits of Gender Equality in the EU
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    • Toolkits
      • Gender Equality Training
        • Back to toolkit page
        • What is Gender Equality Training
        • Why invest in Gender Equality Training
        • Who should use Gender Equality Training
        • Step-by-step guide to Gender Equality Training
            • 1. Assess the needs
            • 2. Integrate initiatives to broader strategy
            • 3. Ensure sufficient resources
            • 4. Write good terms of reference
            • 5. Select a trainer
            • 6. Engage in the needs assessment
            • 7. Actively participate in the initiative
            • 8. Invite others to join in
            • 9. Monitoring framework and procedures
            • 10. Set up an evaluation framework
            • 11. Assess long-term impacts
            • 12. Give space and support others
        • Designing effective Gender Equality Training
        • Gender Equality Training in the EU
        • Good Practices on Gender Equality Training
        • More resources on Gender Equality Training
        • More on EIGE's work on Gender Equality Training
      • Gender Impact Assessment
        • Back to toolkit page
        • What is Gender Impact Assessment
        • Why use Gender Impact Assessment
        • Who should use Gender Impact Assessment
        • When to use Gender Impact Assessment
        • Guide to Gender Impact Assessment
          • Step 1: Definition of policy purpose
          • Step 2: Checking gender relevance
          • Step 3: Gender-sensitive analysis
          • Step 4: Weighing gender impact
          • Step 5: Findings and proposals for improvement
        • Following up on gender impact assessment
        • General considerations
        • Examples from the EU
            • European Commission
            • Austria
            • Belgium
            • Denmark
            • Finland
            • Sweden
            • Basque country
            • Catalonia
            • Lower Saxony
            • Swedish municipalities
      • Institutional Transformation
        • Back to toolkit page
        • What is Institutional Transformation
          • Institutional transformation and gender: Key points
          • Gender organisations
          • Types of institutions
          • Gender mainstreaming and institutional transformation
          • Dimensions of gender mainstreaming in institutions: The SPO model
        • Why focus on Institutional Transformation
          • Motivation model
        • Who the guide is for
        • Guide to Institutional Transformation
            • 1. Creating accountability and strengthening commitment
            • 2. Allocating resources
            • 3. Conducting an organisational analysis
            • 4. Developing a strategy and work plan
            • 5. Establishing a support structure
            • 6. Setting gender equality objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing gender mainstreaming
            • 9. Developing gender equality competence
            • 10. Establishing a gender information management system
            • 11. Launching gender equality action plans
            • 12. Promotional equal opportunities
            • 13. Monitoring and steering organisational change
        • Dealing with resistance
          • Discourse level
          • Individual level
          • Organisational level
          • Statements and reactions
        • Checklist: Key questions for change
        • Examples from the EU
            • 1. Strengthening accountability
            • 2. Allocating resources
            • 3. Organisational analysis
            • 4. Developing a strategy and working plan
            • 5. Establishing a support structure
            • 6. Setting objectives
            • 7. Communicating gender mainstreaming
            • 8. Introducing methods and tools
            • 9. Developing Competence
            • 10. Establishing a gender information management system
            • 11. Launching action plans
            • 12. Promoting within an organisation
            • 13. Monitoring and evaluating
      • Gender Equality in Academia and Research
        • Back to toolkit page
        • WHAT
          • What is a Gender Equality Plan?
          • Terms and definitions
          • Which stakeholders need to be engaged into a GEP
          • About the Gear Tool
        • WHY
          • Horizon Europe GEP criterion
          • Gender Equality in Research and Innovation
          • Why change must be structural
          • Rationale for gender equality change in research and innovation
          • GEAR step-by-step guide for research organisations, universities and public bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR step-by-step guide for research funding bodies
            • Step 1: Getting started
            • Step 2: Analysing and assessing the state-of-play in the institution
            • Step 3: Setting up a Gender Equality Plan
            • Step 4: Implementing a Gender Equality Plan
            • Step 5: Monitoring progress and evaluating a Gender Equality Plan
            • Step 6: What comes after the Gender Equality Plan?
          • GEAR action toolbox
            • Work-life balance and organisational culture
            • Gender balance in leadership and decision making
            • Gender equality in recruitment and career progression
            • Integration of the sex/gender dimension into research and teaching content
            • Measures against gender-based violence including sexual harassment
            • Measures mitigating the effect of COVID-19
            • Data collection and monitoring
            • Training: awareness-raising and capacity building
            • GEP development and implementation
            • Gender-sensitive research funding procedures
          • Success factors for GEP development and implementation
          • Challenges & resistance
        • WHERE
          • Austria
          • Belgium
          • Bulgaria
          • Croatia
          • Cyprus
          • Czechia
          • Denmark
          • Estonia
          • Finland
          • France
          • Germany
          • Greece
          • Hungary
          • Ireland
          • Italy
          • Latvia
          • Lithuania
          • Luxembourg
          • Malta
          • Netherlands
          • Poland
          • Portugal
          • Romania
          • Slovakia
          • Slovenia
          • Spain
          • Sweden
          • United Kingdom
      • Gender-sensitive Parliaments
        • Back to toolkit page
        • What is the tool for?
        • Who is the tool for?
        • How to use the tool
        • Self-assessment, scoring and interpretation of parliament gender-sensitivity
          • AREA 1 – Women and men have equal opportunities to ENTER the parliament
            • Domain 1 – Electoral system and gender quotas
            • Domain 2 - Political party/group procedures
            • Domain 3 – Recruitment of parliamentary employees
          • AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
            • Domain 1 – Parliamentarians’ presence and capacity in a parliament
            • Domain 2 – Structure and organisation
            • Domain 3 – Staff organisation and procedures
          • AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
            • Domain 1 – Gender mainstreaming structures
            • Domain 2 – Gender mainstreaming tools in parliamentary work
            • Domain 3 – Gender mainstreaming tools for staff
          • AREA 4 – The parliament produces gender-sensitive LEGISLATION
            • Domain 1 – Gender equality laws and policies
            • Domain 2 – Gender mainstreaming in laws
            • Domain 3 – Oversight of gender equality
          • AREA 5 – The parliament complies with its SYMBOLIC function
            • Domain 1 – Symbolic meanings of spaces
            • Domain 2 – Gender equality in external communication and representation
        • How gender-sensitive are parliaments in the EU?
        • Examples of gender-sensitive practices in parliaments
          • Women and men have equal opportunities to ENTER the parliament
          • Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
          • Women’s interests and concerns have adequate SPACE on parliamentary agenda
          • The parliament produces gender-sensitive LEGISLATION
          • The parliament complies with its SYMBOLIC function
        • Glossary of terms
        • References and resources
      • Gender Budgeting
        • Back to toolkit page
        • Who is this toolkit for?
        • What is gender budgeting?
          • Introducing gender budgeting
          • Gender budgeting in women’s and men’s lived realities
          • What does gender budgeting involve in practice?
          • Gender budgeting in the EU Funds
            • Gender budgeting as a way of complying with EU legal requirements
            • Gender budgeting as a way of promoting accountability and transparency
            • Gender budgeting as a way of increasing participation in budget processes
            • Gender budgeting as a way of advancing gender equality
        • Why is gender budgeting important in the EU Funds?
          • Three reasons why gender budgeting is crucial in the EU Funds
        • How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
          • Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
            • Legislative and regulatory basis for EU policies on gender equality
            • Concrete requirements for considering gender equality within the EU Funds
            • EU Funds’ enabling conditions
            • Additional resources
          • Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
            • Steps to assess and analyse gender inequalities and needs
            • Step 1. Collect information and disaggregated data on the target group
            • Step 2. Identify existing gender inequalities and their underlying causes
            • Step 3. Consult directly with the target groups
            • Step 4. Draw conclusions
            • Additional resources
          • Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
            • Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
            • General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
            • Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
            • Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
            • Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
          • Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
            • Steps for enhancing coordination and complementarities between the funds
            • Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
            • Steps 2 and 3. Identifying and developing possible work-life balance interventions
            • Step 4. Following-up through the use of indicators within M&E systems
            • Fictional case study 1: reconciling paid work and childcare
            • Fictional case study 2: reconciling shift work and childcare
            • Fictional case study 3: balancing care for oneself and others
            • Fictional case study 4: reconciling care for children and older persons with shift work
            • Additional resources
          • Tool 5: Defining partnerships and multi-level governance
            • Steps for defining partnerships and multi-level governance
            • Additional resources
          • Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
            • Steps to develop quantitative and qualitative indicators
            • ERDF and Cohesion Fund
            • ESF+
            • EMFF
            • Additional resources
          • Tool 7: Defining gender-sensitive project selection criteria
            • Steps to support gender-sensitive project development and selection
            • Checklist to guide the preparation of calls for project proposals
            • Checklist for project selection criteria
            • Supplementary tool 7.a: Gender-responsive agreements with project implementers
          • Tool 8: Tracking resource allocations for gender equality in the EU Funds
            • Ensuring gender relevance in EU Funds
            • The tracking system
            • Steps for tracking resource allocations on gender equality
            • Step 1: Ex ante approach
            • Step 2: Ex post approach
            • Examples of Step 2a
            • Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
            • Annex 2: The EU’s gender equality legal and policy framework
          • Tool 9: Mainstreaming gender equality in project design
            • Steps to mainstream gender equality in project design
            • Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
            • Step 2. Project development and application
            • Step 3. Project implementation
            • Step 4. Project assessment
          • Tool 10: Integrating a gender perspective in monitoring and evaluation processes
            • Steps to integrate a gender perspective in M&E processes
            • Additional resources
          • Tool 11: Reporting on resource spending for gender equality in the EU Funds
            • Tracking expenditures for gender equality
            • Additional resources
          • References
          • Abbreviations
          • Acknowledgements
      • Gender-responsive Public Procurement
        • Back to toolkit page
        • Who is this toolkit for?
          • Guiding you through the toolkit
        • What is gender-responsive public procurement?
          • How is gender-responsive public procurement linked to gender equality?
          • How is gender-responsive public procurement linked to gender budgeting?
          • Five reasons why gender-responsive public procurement
          • Why was this toolkit produced
        • Gender-responsive public procurement in practice
          • Legal framework cross-references gender equality and public procurement
          • Public procurement strategies cover GRPP
          • Gender equality action plans or strategies mention public procurement
          • Capacity-building programmes, support structures
          • Regular collaboration between gender equality bodies
          • Effective monitoring and reporting systems on the use of GRPP
          • Tool 1:Self-assessment questionnaire about the legal
          • Tool 2: Overview of the legislative, regulatory and policy frameworks
        • How to include gender aspects in tendering procedures
          • Pre-procurement stage
            • Needs assessment
            • Tool 3: Decision tree to assess the gender relevance
            • Preliminary market consultation
            • Tool 4: Guiding questions for needs assessment
            • Defining the subject matter of the contract
            • Choosing the procedure
            • Tool 5: Decision tree for the choice of procedure for GRPP
            • Dividing the contract into lots
            • Tool 6: Guiding questions for dividing contracts into lots for GRPP
            • Light regime for social, health and other specific services
            • Tool 7: Guiding questions for applying GRPP under the light regime
            • Tool 8: Guiding questions for applying GRPP under the light regime
            • Reserved contracts
            • Preparing tender documents
          • Procurement stage
            • Exclusion grounds
            • Selection criteria
            • Technical specifications
            • Tool 9: Decision tree for setting GRPP selection criteria
            • Award criteria
            • Tool 10: Formulating GRPP award criteria
            • Tool 11: Bidders’ concepts to ensure the integration of gender aspects
            • Use of labels/certifications
          • Post-procurement stage
            • Tool 12: Checklist for including GRPP contract performance conditions
            • Subcontracting
            • Monitoring
            • Reporting
            • Tool 13: Template for a GRPP monitoring and reporting plan
        • References
        • Additional resources
    • Methods and tools
      • Browse
      • About EIGE's methods and tools
      • Gender analysis
      • Gender audit
      • Gender awareness-raising
      • Gender budgeting
      • Gender impact assessment
      • Gender equality training
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      • Gender statistics and indicators
      • Gender monitoring
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      • Gender stakeholder consultation
      • Sex-disaggregated data
      • Institutional transformation
      • Examples of methods and tools
      • Resources
    • Good practices
      • Browse
      • About good practices
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    • Country specific information
      • Belgium
        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
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        • Overview
      • Sweden
        • Overview
    • EIGE’s publications on Gender mainstreaming
    • Concepts and definitions
    • Power Up conference 2019
  • Gender-based violence
    • What is gender-based violence?
    • Forms of violence
    • EIGE’s work on gender-based violence
    • Administrative data collection
      • Data collection on violence against women
      • About the tool
      • Administrative data sources
      • Advanced search
    • Analysis of EU directives from a gendered perspective
    • Costs of gender-based violence
    • Cyber violence against women
    • Femicide
    • Intimate partner violence and witness intervention
    • Female genital mutilation
      • Risk estimations
    • Risk assessment and risk management by police
      • Risk assessment principles and steps
          • Principle 1: Prioritising victim safety
          • Principle 2: Adopting a victim-centred approach
          • Principle 3: Taking a gender-specific approach
          • Principle 4: Adopting an intersectional approach
          • Principle 5: Considering children’s experiences
          • Step 1: Define the purpose and objectives of police risk assessment
          • Step 2: Identify the most appropriate approach to police risk assessment
          • Step 3: Identify the most relevant risk factors for police risk assessment
          • Step 4: Implement systematic police training and capacity development
          • Step 5: Embed police risk assessment in a multiagency framework
          • Step 6: Develop procedures for information management and confidentiality
          • Step 7: Monitor and evaluate risk assessment practices and outcomes
      • Risk management principles and recommendations
        • Principle 1. Adopting a gender-specific approach
        • Principle 2. Introducing an individualised approach to risk management
        • Principle 3. Establishing an evidence-based approach
        • Principle 4. Underpinning the processes with an outcome-focused approach
        • Principle 5. Delivering a coordinated, multiagency response
      • Legal and policy framework
      • Tools and approaches
      • Areas for improvement
      • References
    • Good practices in EU Member States
    • Methods and tools in EU Member States
    • White Ribbon Campaign
      • About the White Ribbon Campaign
      • White Ribbon Ambassadors
    • Regulatory and legal framework
      • International regulations
      • EU regulations
      • Strategic framework on violence against women 2015-2018
      • Legal Definitions in the EU Member States
    • Literature and legislation
    • EIGE's publications on gender-based violence
    • Videos
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    • Gender Equality Forum 2022
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    • Gender-sensitive Communication
      • Overview of the toolkit
      • First steps towards more inclusive language
        • Terms you need to know
        • Why should I ever mention gender?
        • Choosing whether to mention gender
        • Key principles for inclusive language use
      • Challenges
        • Stereotypes
          • Avoid gendered pronouns (he or she) when the person’s gender is unknown
          • Avoid irrelevant information about gender
          • Avoid gendered stereotypes as descriptive terms
          • Gendering in-animate objects
          • Using different adjectives for women and men
          • Avoid using stereotypical images
        • Invisibility and omission
          • Do not use ‘man’ as the neutral term
          • Do not use ‘he’ to refer to unknown people
          • Do not use gender-biased nouns to refer to groups of people
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          • Greetings and other forms of inclusive communication
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      • Test your knowledge
        • Quiz 1: Policy document
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        • Quiz 3: Legal text
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    • Work-life balance in the ICT sector
      • Back to toolkit page
      • EU policies on work-life balance
      • Women in the ICT sector
      • The argument for work-life balance measures
        • Challenges
      • Step-by-step approach to building a compelling business case
        • Step 1: Identify national work-life balance initiatives and partners
        • Step 2: Identify potential resistance and find solutions
        • Step 3: Maximise buy-in from stakeholders
        • Step 4: Design a solid implementation plan
        • Step 5: Carefully measure progress
        • Step 6: Highlight benefits and celebrate early wins
      • Toolbox for planning work-life balance measures in ICT companies
      • Work–life balance checklist
    • Gender Equality Index 2019. Work-life balance
      • Back to toolkit page
      • Foreword
      • Highlights
      • Introduction
        • Still far from the finish line
        • Snail’s-pace progress on gender equality in the EU continues
        • More women in decision-making drives progress
        • Convergence on gender equality in the EU
      • 2. Domain of work
        • Gender equality inching slowly forward in a fast-changing world of work
        • Women dominate part-time employment, consigning them to jobs with poorer career progression
        • Motherhood, low education and migration are particular barriers to work for women
      • 3. Domain of money
        • Patchy progress on gender-equal access to financial and economic resources
        • Paying the price for motherhood
        • Lifetime pay inequalities fall on older women
      • 4. Domain of knowledge
        • Gender equality in education standing still even as women graduates outnumber men graduates
        • Both women and men limit their study fields
        • Adult learning stalls most when reskilling needs are greatest
      • 5. Domain of time
        • Enduring burden of care perpetuates inequalities for women
        • Uneven impact of family life on women and men
      • 6. Domain of power
        • More women in decision-making but still a long way to go
        • Democracy undermined by absence of gender parity in politics
        • More gender equality on corporate boards — but only in a few Member States
        • Limited opportunities for women to influence social and cultural decision-making
      • 7. Domain of health
        • Behavioural change in health is key to tackling gender inequalities
        • Women live longer but in poorer health
        • Lone parents and people with disabilities are still without the health support they need
      • 8. Domain of violence
        • Data gaps mask the true scale of gender-based violence in the EU
        • Backlash against gender equality undermines legal efforts to end violence against women
        • Conceptual framework
        • Parental-leave policies
        • Informal care of older people, people with disabilities and long-term care services
        • Informal care of children and childcare services
        • Transport and public infrastructure
        • Flexible working arrangements
        • Lifelong learning
      • 10. Conclusions
    • Sexism at work
      • Background
        • What is sexism?
        • What is the impact of sexism at work?
        • Where does sexism come from?
        • Sexism at work
        • What happens when you violate sexist expectations?
        • What is sexual harassment?
        • Violating sexist expectations can lead to sexual harassment
        • Under-reporting of sexual harassment
      • Part 2. Test yourself
        • How can I combat sexism? A ten-step programme for managers
        • How can all staff create cultural change
        • How can I report a problem?
        • Eradicating sexism to change the face of the EU
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A

alat za rodno osviještenu politiku

B

besplatan rad
besplatna pravna pomoć
bifobija
biseksualna osoba
biseksualnost
brak s djetetom
branitelji/ce ljudskih prava žena
bračna migracija
brižni maskulinitet

C

centar za žene
centar za žrtve seksualnog nasilja
civilno društvo

D

de facto rodna ravnopravnost
de iure rodna ravnopravnost
demokratski deficit
desegregacija tržišta rada
dijeljenje radnog mjesta
dimenzija ravnopravnosti
diskriminacija žena
dobra praksa u provedbi rodno osviještene politike
dostojanstvo na radnom mjestu
drugi rod
dužna pažnja
dvojak pristup rodnoj ravnopravnosti
dvostruki standardi

E

ekonomija skrbi
ekonomsko nasilje
ekonomsko zlostavljanje
emancipacija žena
emocionalno zlostavljanje
etika skrbi
etika skrbi

F

femicid
femininitet
feministički studiji
feminizacija migracija
feminizacija siromaštva
feminizam
fizičko nasilje
fleksibilnost radnog vremena
formalna rodna ravnopravnost

H

hegemonijski maskulinitet
heteronormativnost
heteroseksizam
heteroseksualna osoba
heteroseksualnost
hipermaskulinitet
hitna kontracepcija
homofobija
homoseksualna osoba
homoseksualnost
horizontalna segregacija

I

indeks rodne ravnopravnosti
indeks rodne razvijenosti
infanticid djevojčica
institucionalni kapacitet za rodno osviještenu politiku
institucionalni mehanizmi rodne ravnopravnosti
integracija perspektive rodne ravnopravnosti
integracija rodne perspektive
internetsko nasilje nad ženama i djevojčicama
internetsko uhođenje
internetsko uznemiravanje
intersekcijska diskriminacija
intersekcionalnost
interseksualna osoba
ispitivanje utrošenog vremena
izravna diskriminacija
izravno nasilje nad ženama
izvanbračna zajednica
izvedena prava

J

jačanje kapaciteta
jednak pristup pravdi za žene i muškarce
jednak pristup žena i muškaraca resursima
jednaka novčana naknada za žene i muškarce
jednaka plaća za rad jednake vrijednosti
jednake mogućnosti za žene i muškarce
jednako postupanje prema ženama i muškarcima

K

komercijalno seksualno iskorištavanje
kompetencija u području rodne ravnopravnosti
korist
krizni centar za žrtve silovanja
kultura silovanja
kućanske obveze
kućanski poslovi
kvote

L

lezbijka
lezbofobija
LGBTIQ
ljepljivi pod
ljudska prava žena
ljudska prava žena i djevojčica

M

marginalizirana skupina
marginalizirani položaj
maskulinitet
medicinski pobačaj
mehanizmi rodne ravnopravnosti
mentorstvo
metode rodno osviještene politike
migrantkinja
minimalna plaća
mjere afirmativne akcije
mjere rodnog osnaživanja
muškarac
muški studiji
muško

N

nacionalne institucije za ljudska prava
nacionalni mehanizmi za unaprjeđenje položaja žena
najbolje prakse u provedbi rodne ravnopravnosti
nalog za zaštitu
nasilje intimnog partnera
nasilje na radnom mjestu
nasilje nad ženama
nasilje nad ženama na lokacijama pod nadzorom države
nasilje nad ženama u situaciji sukoba
nasilje u ime kulture
nasilje u obitelji
nasilje u obitelji
načelo jednakog postupanja
nedobrovoljna pornografija
neformalan rad
neformalna ekonomija
neizravna diskriminacija
neizravno nasilje
neosjetljivost na rodne razlike
neovisna nacionalna tijela za ravnopravnost
neplaćeni rad
nepravedna rodna stereotipizacija
neseksistička uporaba jezika
nesiguran pobačaj
nestalno zaposlenje i/ili prekarni rad
netipično zaposlenje
nevidljive prepreke
nevladina organizacija
nova ekonomija kućanstva

O

obiteljske dužnosti
obiteljski dopust
obrezivanje žena
obuka o rodnoj ravnopravnosti
obuka u području rodne ravnopravnosti
odnosi moći
organizacijska kultura
orođen
orođivanje
osnaživanje žena
osobno stanje
osvetnička pornografija
osvještavanje načela rodne ravnopravnosti
osvještavanje rodne perspektive
očinski dopust

P

paritet
paritetna demokracija
paritetni prag
participativno praćenje rodno osviještene politike
patrijarhat
planiranje obitelji
pobačaj
podatci prema spolu
podizanje rodne osviještenosti
podjela na javno i privatno
podjela rada
podjela rada prema spolu/rodu
pojedinačna prava
pokazatelji rodne ravnopravnosti
politike rodne preraspodjele
pomažući supružnici
ponovna viktimizacija
posebna aktivnost
posebne mjere
poslovi skrbi
potraživanje resursa
povlašteni tretman
pozitivna diskriminacija
pozitivna mjera
pozitivno djelovanje
praktične rodne potrebe žena
prava roditelja
pravedno postupanje prema ženama i muškarcima
pravedno postupanje s obzirom na spol/rod
pravobranitelj
praćenje i vrednovanje rodne ravnopravnosti
praćenje rodno osviještene politike
predrasude
prekarni rad i/ili nestalno zaposlenje
prekidi karijere
prenatalni odabir spola
preživjela žena
prikrivena nezaposlenost
prilagodba spola
pripadnica manjine
prisilna prostitucija
prisilna sterilizacija
prisilna trudnoća
prisilni brak
prisilni pobačaj
pristranost u rodnoj statistici
privremene posebne mjere
priznavanje i vrednovanje neplaćenog rada
proaktivne mjere
procjena utjecaja na rodnu ravnopravnost
provjera rodne perspektive
psihički napad
psihičko nasilje

Q

queer
queer teorija

R

rad od kuće
rad u kućanstvu
radnica
radnik u obiteljskom poduzeću
rani brak
ranjiva skupina
raspodjela kućanskih poslova
raspodjela poslova prema spolu
raspodjela sredstava unutar kućanstva
ravnomjerna raspodjela poslova u obitelji
ravnomjerna rodna zastupljenost
ravnomjerna zastupljenost žena i muškarca
ravnopravnost ishoda
ravnopravnost žena i muškaraca
ravnopravnost žena i muškaraca
ravnoteža između poslovnog i obiteljskog života
ravnoteža između poslovnog i privatnog života
razlika na temelju spola
razlika u plaći
razlika u plaći na temelju spola
raznolikost
razvoj kompetencija
razvoj kompetencija u području rodne ravnopravnosti
reguliranje rada u nepunom radnom vremenu
reproduktivan posao
reproduktivan rad
reproduktivna prava
reproduktivno zdravlje
rezanje ženskih spolnih organa
rod
rod i razvoj
rodiljni dopust
roditelj samac
roditeljski dopust
rodna analiza
rodna dimenzija
rodna dinamika
rodna diskriminacija
rodna neravnopravnost
rodna osjetljivost
rodna osviještenost
rodna perspektiva
rodna perspektiva u nabavi
rodna perspektiva u planiranju
rodna pozicija
rodna pristranost
rodna ravnopravnost
rodna ravnoteža
rodna relevantnost
rodna segregacija
rodna segregacija prema zanimanju
rodna socijalizacija
rodna statistika
rodna stereotipizacija
rodne kvote
rodne norme
rodne potrebe žena
rodne uloge
rodni identitet
rodni odnosi
rodni odnosi moći
rodni paritet
rodni proračun
rodni stereotipi
rodni studiji
rodni sustav
rodni ugovor
rodno izražavanje
rodno nasilje
rodno neutralan
rodno neutralan jezik
rodno neutralne politike
rodno neutralno zakonodavstvo
rodno osjetljiv
rodno osjetljiv jezik
rodno osjetljiv proračun
rodno osjetljiva institucionalna promjena
rodno osjetljiva odgovornost
rodno osjetljivo posredovanje
rodno osjetljivo praćenje i vrednovanje
rodno osviještena politika
rodno osviještena politika u nacionalnim programima
rodno osviještena politika u statistici
rodno osviješteno obrazovanje
rodno pitanje
rodno specifično praćenje i vrednovanje
rodno uvjetovana diskriminacija
rodno uvjetovano nasilje
rodno uvjetovano nasilje nad ženama

S

sakaćenje ženskih spolnih organa
samohrani roditelj
satelitski račun
savjetodavne i participativne tehnike ili alati
savjetovanje s dionicima
segregacija na tržištu rada
segregacija poslova
segregacija zaposlenja
seksizam
seksualna orijentacija
seksualna prava
seksualni napad na ženu
seksualni stereotip
seksualno iskorištavanje
seksualno nasilje
seksualno ropstvo
seksualno uznemiravanje
seksualno zlostavljanje
seksualnost
sektorski pristup rodno osviještenoj politici
sekundarna viktimizacija
sigurna kuća
sigurno majčinstvo
silovanje
silovanje na spoju
silovanje u braku
simbolična mjera
sklonište
sklonište za žene
skrb za djecu
skrb za obitelj
skrb za uzdržavane osobe
skupina u nepovoljnom položaju
složeni stereotip
specifična mjera
spol
spolna diskriminacija
spolni identitet
spolni stereotip
spolno i rodno uvjetovana diskriminacija
spolno uvjetovana pristranost u prikupljanju podataka
spolno zdravlje
staklena litica
stakleni strop
starije radnice
statistika prema spolu
stereotip spolnih uloga
stereotipizacija u pravosuđu
strateške rodne potrebe žena
strateški rodni interesi
strukturna neravnopravnost
strukturna prilagodba
stvarna ravnopravnost

T

teret dokaza
tijela za ravnopravnost
tijela za rodnu ravnopravnost
tijelo žene
tradicionalne štetne prakse
transfobija
transrodna osoba
transseksualna osoba
transseksualnost
tražiteljica azila
treći rod
trgovanje ljudima
trgovina ljudima
trgovina seksom
trgovina seksualnim uslugama
trgovina ženama i djevojčicama
trostruka uloga
trostruka uloga žene
trostruki posao
trostruki posao žene
trostruko opterećenje
trostruko opterećenje žene
trudnoća

U

uhođenje
usklađivanje poslovnog i obiteljskog/kućanskog života
usklađivanje poslovnog, obiteljskog i privatnog života
utočište
utvrđivanje mjerila
uznemiravanje na temelju spola

V

vertikalna segregacija
viktimizacija
višestruka diskriminacija
višestruko opterećenje
višestruko opterećenje žene
vrednovanje rodne ravnopravnosti

Z

zabrana pristupa
zapošljavanje na nepuno radno vrijeme
zastupljenost žena
zaštita majčinstva
zaštitne mjere
zlostavljanje starijih osoba
zločin iz časti
zločin počinjen u ime takozvane časti

Š

štetne prakse
štetne tradicionalne prakse
štetni stereotip

Ž

žena
žena bez državljanstva
žena izbjeglica
žena kao glava kućanstva
žene u okviru razvoja
ženski studiji
žensko
žensko poduzetništvo
žensko tijelo
žrtva
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  • q
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